APi is a market-leading provider of safety, specialty, and industrial services in over 200 locations worldwide, primarily in North America. We have a winning culture driven by entrepreneurial business leaders to deliver innovative solutions for our customers. As a family of companies working together, we have the parts to make any project whole.   

At APi Group, the mission is clear: We Build Great Leaders.  We believe that everyone at APi is a Leader and one of our core pillars of success is our distinct leadership development culture. We provide internally developed, cross-functional development programs across our businesses. Our culture of investing in leadership development at all levels of the organization has created an empowered, entrepreneurial atmosphere that facilitates organizational sharing of knowledge and best practices and enables the development of cross-brand solutions and innovation.  

We are currently seeking a Director of Rotational Leadership Programs. 

The Director of Rotational Leadership Programs (DRLP) will be the owner and leader of existing and future programs at APi Group that are designed to recruit, onboard, and develop leaders for the benefit of our operating companies and APi Group.  Current examples of such programs include the Leadership Development Program (LDP), the Veteran Rotational Program (VRP), and the Employee Rotational Program (ERP).  Primary focus in the near term will be on the LDP.  As the owner and leader of these programs the DRLP is responsible for ALL aspects of these programs, including but not limited to:  Recruiting high quality, diverse candidates, onboarding, design of high quality rotations (for the candidate and the company), incorporation of personal and leadership development learning throughout the programs (designed to accelerate the effectiveness of candidates once they are placed), building and maintaining a community of program participants and graduates that adds materially to each candidates development and sense of belonging, being a coach and mentor to program participants, weighing in on and influencing placement decisions to increase likelihood of success, and building strong relationships with our operating company and APi Group leaders so that the programs are designed and carried out in a way that directly serves the interests of our companies and APi Group as well as each program participant.

ESSENTIAL DUTIES AND RESPONSIBILITIES

To include, but not limited to the following:

• Proactively build internal and external relationships. External may include sources of potential program candidates, industry peers, and leadership development thought leaders.  Internal relationships are throughout the company, particularly at the senior leadership level, as well as program participants and graduates.
• Identify leadership development and learning opportunities both at the company as well as group level and partner with leaders and the Talent Development Team to incorporate high value opportunities into the programs.
• Proactively provide program participants and graduates with guidance, advice, coaching, and development opportunities.
• Stay current on leadership development trends, best practices, and research.
• Proactively make improvements to programs that improve outcomes for participants and companies and accelerate the leadership effectiveness and impact program graduates have.
• Proactively assess needs of program participants and partner with Talent Development Team to design and introduce new programs as needed to support our companies and APi Group’s leadership pipeline.
• Administrative duties to include, but not limited to: scheduling interviews with candidates, registering for hiring conferences, interfacing with our assessment provider, managing candidate visits including interviews and company visits, setting up and managing rotation schedules, personal travel arrangements, and preparation of various reports.
• Participate in the IDP process for LDP graduates post placement. This DOES NOT mean the DRLP will sit in on the development conversations.  Rather the DRLP should receive copies of IDP’s he or she can weigh in and identify opportunities across APi Group for meaningful 70% learning and development.

Essential Competencies (see end of job description for more detail)

• Initiative/Independence
• Lead through Influence
• Relationship Building
• Ability to think strategically and at the systems level
• Interact with and substantially contribute to executive level conversations about talent and leadership development
• Plan/Organize - Ability to manage multiple activities simultaneously
• Communication/Collaboration
• Self-Awareness
• Coach/Develop

QUALIFICATIONS

Education/Experience

A bachelor's degree (B.A.) or equivalent.  Experience in talent management and business leadership are strongly preferred.  Experience with coaching or an interest and willingness to develop this skill also strongly preferred.

Language Skills

Ability to read, analyze, and interpret general business periodicals, professional journals, or governmental regulations.  Ability to write reports, business correspondence, and create schedules.  Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

Computer Skills

• Basic Typing Skills
• Working knowledge of LMS and social learning support tools

List of computer programs that are required to perform the essential duties of this job:

• Excel
• MS Word
• PowerPoint

Reasoning Ability

Ability to solve practical problems and deal with / derive solutions from a variety of variables in situations where only limited standardization exists.  Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Physical/Mental Demands

• Requires sitting and standing.
• Requires ability to move around an office and construction site environment
• Requires telephone conversations
• Requires appropriate use of electronic mail
• Requires reading and creating letters, documents and memos
• Requires face-to-face discussions with individuals or teams
• Requires working on / completing multiple projects simultaneously
• Requires both creative and analytical problem solving
• Requires being exact or highly accurate
• Requires meeting strict deadlines
• Requires work with others in a group or team, Includes responsibility for work outcomes and results
• Requires working indoors in environmentally controlled conditions with moderate office equipment noise levels

APi Group provides competitive compensation and benefits that support the total well-being of you and your family, as well as providing formal learning and development opportunities to continue building great leaders.  

Director of Rotational Leadership Programs

Essential Competencies

Initiative/Independence

Take prompt and proactive action to accomplish own and organizational objectives.  Seek increased responsibilities; look for and take advantage of opportunities.  Decision making, planning and daily work is completed autonomously.

Influential

Establish rapport and trust while identifying needs; present solutions to address needs and achieve desired outcomes; exert influence through trust and competence

Relationship Building

Identify opportunities and take action to build strategic relationships with individuals, teams, and organizations to achieve the mission, vision and objectives of the company.

• Find and hire diverse, dynamic candidates for the LDP, ERP and VRP.  LDP Goal is 6/year with 25% being diverse candidates.
• Nurture and grow your relationship with program participants, not only during rotations, but also post-placement.  
• Actively build a sense of community among all program members.  Establish a cadence of regular contact, especially in person.
• Skilled at and focused on building the relationships needed to help the program succeed. Interacting with leaders at all levels across APi Group, helping them understand the benefits of the program, and seeking their feedback for consideration when making changes or improvements.
• In addition, the leader is in a position to connect candidates with other mentors and coaches, thanks to the relationships they build across the companies.

Communication/Collaboration

Clearly convey and receive information and ideas through a variety of media, in a manner that engages the audience and ensures mutual understanding and retention.  Work with others in order to develop and expand on ideas.

• Reach out and check in with candidates during their rotations to ensure that we proactively address concerns and improve the overall experience.
• Work with our assessment provider (SKS) to continually sharpen and refine the assessment and attendant results.
• Communicate the APi Group story in a clear and compelling way in a variety of settings and to a variety of individuals.

Self-Awareness

The ability to understand one’s own emotions and behaviors; understand the cause of the emotions and the impact they have on the thoughts and actions of oneself and others.

• Open to feedback: prepared to receive and act on feedback. Able to describe actions taken as a result of feedback.
• Interested in hearing from program participants, company leaders, the SLT, etc. equally.

Coach/Develop

Understand the needs, interests, strengths and areas of limitation of individuals, and plan effective development opportunities.  Provide timely guidance utilizing questions and feedback to help strengthen areas of development.

• Onboard new hires in a way that accelerates their assimilation to the LDP, ERP, and VRP, and APi Group.
• Create rotation schedules that provide for broad exposure to APi Group and different operating companies.
• Actively participate with the candidate, APi Group CEO, and others, in final placement decisions.  Contribute to the evaluation of options, and objectively assess opportunities and leaders.

• Coaching and mentorship skills and mindset: The program leader is in a unique position, as they are participants most consistent point of contact during their rotations. Providing coaching and mentorship during that formative year is crucial to the long-term success of a candidate.

Strategic

Identify key issues and relationships relevant to achieving long-range organizational vision and objectives; ability to identify and evaluate resources – human, material, financial – and then plan for their utilization throughout the execution of a comprehensive, long-range project.

• Lead efforts to continually improve programs.  Use feedback from your regular contact with program participants, along with other methods (surveys of company presidents as an example) to identify and make changes to our programs that improve the experience and value, and set our graduates up to be better leaders.

• Strategic thinking: what is the enduring purpose of the program? Examining past trends for their impact on the program and creating plans to ensure the long-term relevance and usefulness of our programs to APi.
• Growth mindset: not in terms of putting more people into the program, but in terms of helping the program evolve and develop. Having an eye to constant improvement.
• Proactively identify new ways to identify high quality non-traditional candidates for programs.

Plan/Organize

Establish a course of action for self and others to ensure that work is completed effectively and efficiently; bring resources and schedule to order.

• Organize reunions each year (at least for the LDP).  This one-day event should include educational and community building components.

• Organized: Able to keep the moving parts straight and able to communicate them to others. Ensures candidates have the information they need, and company leaders know what to expect and when. Procedures are clear and clearly communicated. Those helping candidates or the leader know what to expect.
• Previous program or project management experience is a plus as this person is accustomed to managing multiple priorities and lots of people in different places.
• Continually improve rotational experiences for all programs.